Retaining Employees: Why the First 100 Days Are Critical

Posted by Tilt Recruitment on July 12th, 2023

Retaining Employees: Why the First 100 Days Are Critical

Posted by Tilt Recruitment on July 12, 2023

Enticing and maintaining entry-level talent can be challenging for employers due to the rise in drop-out rates. This article explores whether paying better attention to your talent’s first 100 days and nurturing their role from their first day, could prevent them from leaving sooner than expected.

 

By offering your new hire a thorough introduction to the role, you could support their career development within your organisation. First things first, your new hire needs to be given the appropriate support from other colleagues which will assist with building a strong workplace culture as well as guide them smoothly into the role.

 

Bear in mind that it is extremely important that the role is painted out to them authentically and clearly from day one so that they have a full understanding of what the role entails. This helps the new employee to understand what is expected from them. On top of this, provide structured training for hybrid or remote working practices to assist your new hire with achieving in this working environment.

 

In order to limit drop-out rates, it is vital that employers concentrate on training their managers properly so that they can best support the new hires. New recruits deserve to feel properly supported, and managers play a key role in this. Support within the first 100 days is critical to retaining talent. Ensure that as the employer you listen and take on any feedback you receive from your new recruit, as this is also an essential way to avoid drop-outs.

 

As the employer, you should also try to gain a full understanding of what your new hire is looking for. Surprinsgy, this isn’t always as simple as offering well-being perks and remote working conditions. More candidates than ever before are beginning to turn down roles or leave roles due to workplace culture and ethos not aligning with their own. To prevent this, employers need to ensure that their ESG credentials are well-signposted throughout the recruitment process.

 

Employees wish to feel like they belong to the company they are working for because this improves their sense of purpose, especially if they share the same core values as the organisation. This shows the significance of employers listening to their employees to shape their social programmes and benefits packages accordingly to suit their staff. This will help with retention rates.

Final Thoughts

When looking to entice and maintain employees, the first 100 days are critical for making a great impression because this is the best time to impress recruits and make them feel as though they belong to the organisation. In return, this will help your organisation thrive through happy, loyal and productive employees.

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